UC
San Diego’s Family Accommodations policy is intended to assist academic
appointees in balancing the needs of work and family and is considered
fundamental to an equitable and productive academic environment.

For
appointees covered by a Collective Bargaining Agreement Memorandum of
Understanding (MOU), this policy applies only to the extent provided for in the
MOU.

II. FAMILY
ACCOMMODATIONS

A. Childbearing Leave

1. Description and Eligibility

Childbearing leave will be granted to
an academic appointee who bears a child for the period of time prior to,
during, and after childbirth that the appointee is temporarily disabled because
of the pregnancy, childbirth, or related medical conditions. Normally this is
six weeks; however, up to four months will be granted if necessary for
documented medical reasons.

An academic appointee on childbearing
leave will be relieved of all duties for the duration of the leave.

Childbearing leave does not need to be
taken in one continuous period of time but may be taken on an as-needed basis.

An academic appointee is eligible for
childbearing leave regardless of length of service.

2. Pay Status

An appointee’s pay status during
childbearing leave will be based on the following provisions:

a. An academic appointee who
accrues sick leave may, at her option, use accrued sick or vacation leave
credit for childbearing leave. If an academic appointee exhausts sick leave or
vacation leave accruals or chooses not to use accruals, childbearing leave will
be unpaid.

b. An academic appointee who does not accrue sick leave (because
of her title) will receive at least her approved base salary for up to six
weeks during the period of time she is on childbearing leave. Any additional
compensation paid under the Health Sciences Compensation Plan will be paid in
accordance with the Plan.

c. Consistent with state law, an academic appointee who is
disabled for more than six weeks because of pregnancy, childbirth, or related
medical conditions is eligible to take unpaid childbearing leave for up to four
months.

d. An academic appointee may be eligible for University of
California Employer-Paid Disability Plan benefits, and, if enrolled, for
University of California Employee-Paid Disability Plan benefits if she is
unable to work because of her physical condition. Appointees should consult the
UC San Diego Benefits Office for further information on Plan benefits, rules,
and procedures.

3. Relation to Family and Medical Leave

If an academic appointee on a
childbearing leave also is eligible for family and medical leave (see APM
- 715), up to 12 workweeks of the childbearing leave will run concurrently
with the family and medical leave. Upon the conclusion of a childbearing leave
(up to four months if certified disabled by a health care provider), an
eligible appointee is also entitled to up to 12 additional workweeks of unpaid
family and medical leave consistent with the California Family Rights Act
(CFRA) for reason of the birth of her child, if the child has been born by this
date, or for any other covered reason except pregnancy or related medical
conditions, provided the appointee has time remaining in her leave entitlement.

Appointees should consult with their
departmental benefits contact or the UC San Diego Benefits Office for
information on the effect of the Family Medical Leave Act (FMLA) and CFRA on
benefits coverage.

The total
combined period of ASMD, childbearing leave, and parental bonding leave will
not exceed the equivalent of two quarters for each qualifying event.

5. Reinstatement

An academic appointee who takes
childbearing leave consistent with state law must be reinstated to the same
position, provided the appointee returns to work within four months and
immediately following the conclusion of the childbearing leave. If an appointee
would have been laid off or terminated had she remained on pay status during
the leave period, she will be reinstated to a similar position at the same
location. If a similar position is not available, the appointee will be
afforded the same policy considerations afforded to other appointees in the
same series.

6. Application

Childbearing leave is reported on the Family
Accommodations Reporting (FAR) form. The appointee should coordinate any
benefits issues, such as disability and insurance coverage, with her
departmental benefits contact or through the UC San Diego Benefits Office.

B. Parental
Bonding Leave

1. Description and Eligibility

Up to twelve weeks of parental bonding
leave will be granted to an academic appointee who has responsibility for the
care of a newborn child or a child newly placed in the appointee’s home. The
child may be the appointee’s own child or that of a spouse or domestic partner.

An academic appointee on parental
bonding leave will be relieved of all duties for the duration of the leave.

Parental bonding
leave may be taken up to 12 months following the birth or placement of an
eligible child in the appointee’s home.

An academic appointee is eligible for parental
bonding leave regardless of length of service.

2. Pay Status

An appointee’s pay status during parental
bonding leave will be based on the following provisions:

a. An academic appointee who
accrues sick leave may, at his or her option, use accrued sick or vacation
leave credit during periods of parental bonding leave. If an academic appointee
exhausts sick leave or vacation leave accruals or chooses not to use accruals, parental
bonding leave will be unpaid.

b. An academic appointee who does not accrue sick leave (because
of his or her title) will receive at least his or her approved base salary for
up to six weeks during the period of parental bonding leave. Any additional
compensation paid under the Health Sciences Compensation Plan will be paid in
accordance with the Plan.

3. Relation to Family and Medical Leave

Parental bonding leave will run
concurrently with available FMLA and CFRA leave.

If an appointee is a birth mother who
has taken FMLA concurrently with childbearing leave in accordance with PPM
230-15.II.A.3, above, any remaining available FMLA leave will run concurrently
with CFRA leave and parental bonding leave.

4. Benefits While on a Parental Bonding Leave
Without Pay

An academic appointee on a parental bonding
leave without pay that runs concurrently with a state or federal family and
medical leave will be entitled to continue participation in health coverage
(medical, dental, and vision) as if on pay status for the period of FMLA or
CFRA leave. Appointees should consult with their departmental benefits contact
or the UC San Diego Benefits Office for additional information on eligibility
and the effect of FMLA and CFRA on benefits coverage.

An academic appointee on a parental
leave without pay that does not run concurrently with CFRA or FMLA will be
responsible for the continuation of benefits during any unpaid portion of the
leave. Appointees should consult with their departmental benefits contact or
the UC San Diego Benefits Office for additional information on benefits
coverage during a parental bonding leave without pay.

5. Reinstatement

An academic appointee on a parental bonding
leave consistent with state law must be reinstated to the same position,
provided the appointee returns to work within four months and immediately
following the conclusion of the parental bonding leave. If an appointee would
have been laid off or terminated had he or she remained on pay status during
the leave period, he or she will be reinstated to a similar position at the
same location. If a similar position is not available, the appointee will be
afforded the same policy considerations afforded to other appointees in the
same series.

6. Relation to ASMD and Childbearing Leave

The total combined period of ASMD,
childbearing leave, and parental bonding leave will not exceed the equivalent
of two quarters for each qualifying event.

7. Application

Parental bonding leave is reported on
the Family
Accommodations Reporting (FAR) form. The appointee should coordinate any
benefits issues, such as disability and insurance coverage, with the
departmental benefits contact or through the UC San Diego Benefits Office.

As an alternative to or in addition to
childbearing leave, the University will provide reasonable accommodations to a
pregnant appointee, including transfer to a less strenuous or hazardous
position, upon request and if medically necessary. This temporary modification
or transfer will not be counted against an eligible academic appointee’s
entitlement to up to four months of childbearing leave (“pregnancy disability
leave” under the California Fair Employment and Housing Act “FEHA”) or family
and medical leave unless the accommodation has taken the form of intermittent
leave or a reduced work schedule.

D. Active
Service­­–Modified Duties

1. Description and Eligibility

Active Service–Modified Duties (ASMD)
is a period of time in which an appointee is permitted to modify his or her
duties in order provide care to a family member as follows:

a.to prepare and/or care for newborn child or a child newly placed in the
appointee’s home

b.to care for a seriously ill family member (as defined in PPM 230-15.II,
Section E.1. below), or

c.to provide substantial care for and elder family member.

For
faculty, the modification of duties will include either partial or full relief
from teaching without the assignment of additional teaching duties in the
previous or subsequent quarter. In the quarter of a childbearing leave or
parental bonding leave, there must be full relief from scheduled teaching
duties without the assignment of additional teaching duties in the previous or
subsequent quarters, unless the faculty member requests a partial teaching
assignment. In the case of health sciences faculty, clinical duties may be
reduced, as appropriate.

A period of ASMD
may be taken from three months prior to 12 months following the birth or
placement of a child in the home, or in any quarter in which the care of a
seriously ill family member or substantial care of an elder family member
occurs.

2. Pay Status

During a period of ASMD, the appointee
is considered to be on active status; ASMD is not a leave of absence.

Pay status during a period of ASMD
will be based on the following provisions:

a. An academic appointee who
does not accrue sick leave (because of his or her title) will receive at least
his or her approved base salary for the period of ASMD. Any additional
compensation paid under the Health Sciences Compensation Plan will be paid in
accordance with the Plan.

b. An academic appointee who
accrues sick and/or vacation leave may use the leave in proportion to the
reduced workload during a period of ASMD. When sick leave and/or vacation leave
credit has been exhausted, or if the appointee elects to take the period of
ASMD without pay, the appointment will be reduced in proportion to the reduced workload.
A reduction in appointment percentage will reduce pay and may affect an
appointee’s health and retirement benefits.

3. Relation to Childbearing and Parental
Bonding Leave

The total combined period of ASMD,
childbearing leave, and parental bonding leave will not exceed the equivalent
of two quarters for each qualifying event.

4. Application

ASMD is reported on the Family
Accommodations Reporting (FAR) form. The appointee must provide a written
plan for modification of duties. The proposed modification of duties is subject
to approval by the Executive Vice Chancellor–Academic Affairs.

E. Family Leave

1. Description and Eligibility

An academic appointee is eligible for
up to one year of full-time or part-time family leave without pay for the
purpose of caring for his or her own child or the child of the appointee’s
spouse, or domestic partner, for a seriously ill family member, or an elder
member of the family in need of substantial assistance. For purposes of this
policy, family members include an appointee’s child, parent, spouse, domestic
partner, sibling, grandparent, or grandchild. In-laws, step relatives, other
persons residing in the appointee’s household, and relatives of the domestic
partner, who would be covered if the domestic partner were the appointee’s
spouse, are also covered.

2. Pay Status

A family leave
is without pay, although an academic appointee who accrues sick and/or vacation
may substitute vacation leave for unpaid family leave, or sick leave in
accordance with PPM
230-10.C.

3. Relation to Family and Medical Leave

If an academic appointee on family leave
is also eligible for leave pursuant to FMLA or CFRA (see
APM - 715), the family and medical leave will run concurrently with up to
12 workweeks of the family leave without pay.

4. Benefits While on a Family Leave
Without Pay

An academic appointee on a family leave
without pay that runs concurrently with a state or federal family and medical
leave will be entitled to continue participation in health coverage (medical,
dental, and vision) as if on pay status for a period of up to 12 workweeks
during a calendar year. Appointees should consult with their departmental
benefits contact or the UC San Diego Benefits Office for additional information
on eligibility and the effect of FMLA and CFRA on benefits coverage.

An academic appointee on a family leave
without pay that does not run concurrently with CFRA or FMLA will be
responsible for the continuation of benefits during any unpaid portion of the
leave. Appointees should consult with their departmental benefits contact or
the UC San Diego Benefits Office for additional information on benefits
coverage during a family leave without pay.

5. Reinstatement

An academic appointee who takes family
leave will be reinstated to the same or equivalent position, provided the
appointee returns to work immediately following the conclusion of the family leave.
If a non-Senate appointee would have been laid off or terminated had the
appointee remained on pay status during the leave period, the appointee will be
reinstated to a similar position at the same location. If a similar position
is not available, the appointee will be afforded the same policy considerations
afforded to other appointees in the same series.

6. Application

Family leave is reported on the Family
Accommodations Reporting (FAR) form. The appointee should consult with the
departmental benefits contact or the UC San Diego Benefits Office regarding
benefits issues.

F. Extension of
the Probationary Period

1. Description and Eligibility

An appointee in an assistant level title and subject to the eight-year
limit may not be continued in that series after the eighth year unless promoted
to the associate or full level. The period of time prior to consideration of a
candidate for promotion is referred to as the probationary period. An appointee
experiencing a qualifying event as defined below may request an extension of
the probationary period. Extensions are granted for a period of up to one year
for each event, automatically for some reasons, and upon request and approval
for other reasons as detailed in PPM 230-15.II, Section F.4, below. An
appointee may be granted no more than two years of extension during the
probationary period.

An appointee is eligible to extend the probationary period even if the appointee
does not take a formal leave or have a modification of duties. A request to
extend the probationary period should be made as soon as the need becomes
apparent.

2. Qualifying Events

a. Appointee is caring for an existing child, or a child who becomes
part of the appointee’s family

b. Appointee has significant eldercare responsibilities

c. Appointee is caring for a seriously ill family member (as defined in PPM
230-15.II, Section E.1, above),

d. Appointee’s ability to pursue his or her duties is significantly
disrupted by the appointee’s own serious health condition or disability

e. Appointee’s ability to pursue his or her duties is significantly
disrupted by the death of a close family member

f. Appointee’s ability to pursue his or her duties is significantly
disrupted due to a significant circumstance or event beyond the appointee’s
control that disrupts the appointee’s ability to pursue his or her duties.

3. General Provisions

a. Extension of the probationary
period will not necessarily delay the timing of an academic review. An
appointee may, however, at his or her option, defer the academic review by one
year to correspond with the extension of the probationary period. (See PPM
230-15.II, Section G.1, below.)

b. An extension of the
probationary period cannot be provided if notification of the qualifying event occurs
after the beginning of the sixth year of appointment.

c. An extension of the
probationary period cannot be provided in cases where there has been a review
that has resulted in a decision not to continue the individual’s appointment in
that series.

d. An extension of the
probationary period will not prevent an appointee from requesting consideration
of promotion sooner than is required.

4. Application

An academic appointee reporting
childbearing leave, parental bonding leave, or ASMD will automatically receive
a one-year extension of the probationary period, unless the appointee opts out
of the extension on the Family
Accommodations Reporting (FAR) form.

An appointee who reports family leave
equal to or in excess of one quarter (with or without salary), or participation
in a Flexible Workload Agreement will automatically receive a one-year
extension of the probationary period,

For all other qualifying events, an
appointee may request an extension of the probationary period by providing
notification of a qualifying event on the Family Accommodations Reporting (FAR)
form.

G. Deferral of Academic
Review

1. Description and Eligibility

An academic appointee experiencing a
qualifying event as defined in PPM 230-15.II, Section F.2 above is eligible to
receive a one-year deferral per event of the normally scheduled academic
review, up to a maximum of two deferrals.

a. A deferral may be granted
even if the appointee with responsibility does not take formal leave.

b. A deferral cannot be provided
after the initiation of the academic review.

c. For assistant level
appointees, a deferral of an academic review may only be requested in
conjunction with an extension of the probationary period.

A faculty member may request a
flexible workload to accommodate his or her family responsibilities as follows:

·to prepare and/or care for newborn child or a child newly placed
in the appointee’s home,

·to care for a seriously ill family member (as defined in PPM
230-15.II,Section E.1. above), or

·to provide substantial care for and elder family member.

a.An eligible assistant-level appointee may request a flexible workload for
one or two years; all other eligible appointees may request a flexible workload
for one, two or three years.

b.An appointee granted a flexible workload will be relieved of structured
teaching and most service responsibilities for the specified period; an
appointee is not relieved of scholarly responsibility. Participating appointees
are expected to continue in other department activities, such as attending and
participating in seminars and department meetings and engaging in research
student advising.

c.For appointees supported by non-state funds, participation in a flexible
workload program is contingent upon compliance with relevant fund source terms
and restrictions.

a.A flexible workload may be granted only when it will not significantly
disrupt the teaching program or operation of the University. Faculty seeking a
flexible workload should discuss specific arrangements with the department chair
and/or dean, in order to manage the potential impact to the department, program
or unit.

b.Participation in the flexible workload program will begin on the first
day of any quarter following approval of the written request. A request must be
approved no later than the first day of the prior quarter; e.g., approval must
be approved no later than the first day of spring quarter to be effective the
following fall quarter.

c.An appointee may be granted a flexible workload only one time during his
or her appointment at the assistant rank.

d.An appointee granted a flexible workload is expected to be in residence
during the specified period.

e.A flexible workload may be requested at any time; however, participation
in the program may not commence until at least one academic review has been
completed. In most cases this is July 1 of the appointee’s third year of
appointment.

f.A flexible workload may not be requested or continued if there has been
a review that has resulted in a decision not to continue the appointee’s appointment.

g.In the case of assistant-level appointees, although an appointee granted
a flexible workload is relieved of structured teaching and most service
responsibilities, the appointee is expected to ensure that he or she has
developed or will develop a demonstrated record of teaching and service, which
is necessary for consideration for promotion to the associate level. A teaching
record is normally achieved by carrying a full undergraduate and graduate
teaching load in the years prior to or following a period of flexible workload.

h.Participation in the flexible workload program does not delay
merit/reappointment, appraisal, or promotion review dates, absent a deferral
and/or extension of the probationary period, in accordance with PPM 230-15.II,
Sections F and G, above.

i.An appointee will be reviewed for reappointment and advancement on the
basis of his or her scholarly productivity and service (as outlined in the MOU)
during the time the appointee participated in the flexible workload program. In
the case of appraisals and other career reviews, an assessment of the
appointee’s achievements since his or her appointment or previous career review
will be considered.

j.Participation in the flexible workload program may be denied or
revoked by the Executive Vice Chancellor if the appointee receives a
problematic or unfavorable appraisal, a no-change decision in any review, a
review that results in a decision not to continue the individual’s appointment
in the ladder-rank series, or if the University determines that participation
in the flexible workload program is not in the best interest of the University
or the appointee.

iii.An
appointee may use accrued sabbatical leave credits or available leave in lieu
of sabbatical to supplement his or her 50% appointment.

d. Any
non-salaried percentage of appointment (up to 50%) will be reported as family leave
without pay.

4.Memorandum of Understanding

a.An appointee must sign a Memorandum of Understanding (MOU) in order to
participate in the flexible workload program. The MOU is intended to detail the
terms and conditions of the flexible workload, including the services and
responsibilities expected of the appointee by the department. A request for a flexible
workload is not considered approved until the MOU is signed by the Executive Vice
Chancellor and the appointee.

b.The MOU will be included in the appointee’s academic review file for any
review in which work completed during the period of flexible workload is
considered.

5.Revocation or Reduction

a.To revoke an appointee’s flexible workload status, a department chair or
dean may submit a request to the Executive Vice Chancellor explaining the
reasons for revocation. The Executive Vice Chancellor will consider the request
and will notify the appointee, department chair, and the division or school
dean in writing of his or her decision.

b.If the Executive Vice Chancellor determines that an appointee’s flexible
workload status should be revoked, the appointee will be notified in writing
and will return to regular assistant professor status on the first day of the
next academic quarter. Wherever possible, an appointee should be given at least
30 day’s notice of return to fulltime status.

c.An appointee who has requested a flexible workload for more than one
year may request to shorten the flexible workload period in one-year increments
to a minimum of one year, provided the request is received no later than one
quarter in advance.

6.Application

An appointee must
submit a written proposal; the department chair and division dean must review
the proposal and provide written comment. The Executive Vice Chancellor has
final authority to approve a request for a flexible workload.

III. GENERAL PROVISIONS

A. Notice

Whenever possible, academic appointees should
provide at least 30 days notice when they plan to utilize a family
accommodation benefit.

B. Duration

The aggregate duration of all leaves plus
periods of ASMD may not exceed one year for each qualifying event.

C. End Dates

An academic appointee is not eligible for a
childbearing leave, parental bonding leave, family leave or period of ASMD
beyond the end date of their appointment. In the event the appointment is
renewed or extended, or a subsequent appointment is made, an appointee may
continue a leave or period of ASMD, provided the maximum time allowed for such
accommodations has not been exhausted.

D. Sabbatical

Family accommodation leaves and periods of ASMD
may affect the accrual of sabbatical leave credits. Appointees should refer to APM
740-11 for information on leaves and sabbatical leave credit accrual.